Self-efficacy, Psychological Empowerment and Occupational Stress: A Structural Equation Model on Quality of Work Life of Local Government Employees

Kevin P. Laud and Dr. Fatma M. Idris
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Kevin P. Laud: Employee, Department of Foreign Affairs, Philippines
Dr. Fatma M. Idris: Professor, University of Mindanao, Philippines

International Journal of Research and Innovation in Social Science, 2025, vol. 9, issue 5, 4192-4216

Abstract: Quality of work life (QWL) is a growing priority in public service, as it significantly affects employee well-being, job satisfaction, and organizational effectiveness. In local government settings, where employees often face high demands and limited resources, understanding the factors that influence QWL is essential for creating supportive and productive work environments. This study examined how self-efficacy, psychological empowerment, and occupational stress influence the QWL of local government employees in the Davao Region, Philippines. A quantitative, non-experimental design was used to gather insights from employees across several municipalities, using validated survey instruments to assess their perceptions. To analyze the relationships among the variables and identify the most appropriate model, Structural Equation Modeling (SEM) was applied. The results showed that employees generally reported high levels of self-efficacy and very high level of psychological empowerment, while experiencing moderate levels of occupational stress. SEM analysis revealed that self-efficacy and psychological empowerment both had significant positive effects on QWL, while occupational stress had a negative impact. Among the three predictors, self-efficacy emerged as the most influential factor. The study also identified six core dimensions that define QWL in the local government context: work environment, organizational culture and climate, training and development, compensation and rewards, facilities, and job satisfaction and job security. These findings suggest that strengthening employee confidence and autonomy, while reducing stressors in the workplace, can meaningfully enhance QWL. The proposed model offers practical guidance for policymakers and human resource managers aiming to improve the work experiences and overall well-being of public sector employees.

Date: 2025
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